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Posts Tagged ‘how to lead effectively’

Inner self talk is critical to success in life.

December 2, 2015

Finding your voice.

Past voices….

As usual, Toastmasters never ceases to inspire….

Using a style of writing that I’ve used before, and tying in to my ending, I will tell you where I am headed with this piece of writing….to My goals (please use this as a work-through (or ‘workshop’) to achieve whatever happen to be YOUR goals! This is meant to INSPIRE YOU! LOL). I want to share how important self-talk can be to success in life….

I promise to get you there reasonably quickly via past voices (negative ones of course) that my Toastmaster mentor Dawna (short form To-rmentor? No, I digress)…I will keep her last name private, but she does exist and has inspired many) was able to work through…given her near-death experience. Yes, near-death. Don’t wait for life to take you there before you take life where you want to go!

Come, now let us work through this together. Dawna’s Toastmaster workshop (Jan 2015) took us through a time long ago in her life, which still resonated slightly in her mind. We could see that she still had a little bit more work to do (as far as positive self-talk was concerned).

Years back, it was the teacher’s voice (Miller) that spoke to her and compared her negatively to her sister, older to her, and better at many things. This left her in a wake of comparisons made by other teachers who invariably knew her sister and made negative inferences too….

Lesson: ignore the negative voices in life (the ones that don’t fit in with a healthy self-image of yourself). For your benefit, and to personalize this story a bit more, here is an excerpt from the handout that Dawna provided us, so you get the point…idea is to work through your negative voices, so put this piece into practice, will ya! Do this by answering italicized questions….or absorbing the presented information to improve your thinking. Here are the excerpts (italicized):

My Mr. Miller is….

‘Certainly not as good as your sister are you?’  (This had a huge impact on Dawna’s life…  She gave up – she quit! Lesson: don’t listen to negative voices, DON’T QUIT! EV-ER! This is when you go Lalalalala in your head! As a child, or as an adult. Don’t listen! LOL.

In retrospect, what should Dawna (read ‘this could be any one of us, but we will use Dawna as our guinea-pig test person as per her workshop) have done differently? (Folks, this is where you are supposed to THINK and come up with some positive solutions – for the rusty, just substitute any positive affirmation)

‘It’s a product of what I did!  It’s my best work ever!’  Remember, whatever you have created (at school, work, or play), is PERSONAL expression and it is NOT – NOT to be compared with others….even (or especially) when you are a teacher (read mentor, parent, older respected sibling et al).

My nurse Amanda is…I should explain; nurse Amanda was the one who Dawna first heard say ‘we didn’t think you would survive!’ when Dawna ended up in the hospital due to serious stress related conditions. The italicized portion below will explain how she internalized this statement. (Backdrop: Shakespeare – remember, ‘nothing is good or bad, thinking makes it so!’)

Dawna: through self-induced stress…. She was barely conscious.  Stressed.  Exhausted. She spent three weeks in a hospital!  Nurse Amanda: ‘Dawna, we didn’t think you would survive!’

So…Dawna felt she was not supposed to be here! (Yes – she meant on earth)… She stopped having fun.  It was a ‘Wow’ experience – in a very negative way!

My Jennifer is…again, this bears explanation…in Dawna’s workshop, Jennifer was a good buddy and best friend who helped her realize the positives in life; she offered Dawna heart-felt and sincere encouragement and helped her heal from her negative thinking and cloudy past.

My cheer-leading team: Who is yours? For example, one of mine is: Shelley U., David L., and Isabelle H.  They are my encouragers and I probably owe them a debt of gratitude. Not probably, I do. Thank the people that believe and encourage you….

Lesson:

Shakespeare:

‘ Nothing is good or bad… thinking makes it so….’

Now, as per Dawna’s workshop….we are going back and reliving those moments in life, (we all have them) using a NEW perspective and the introspective that Dawna provided us:

My future voices…

If I could go back to Mr. Miller I would….  Have the wisdom I now have, with conviction….

I now choose to tell myself….  ‘Nothing is good or bad thinking makes it so.’

If I could go back to my nurse Amanda I would….

Use more positive affirmations, and change the (negative) messages in my head. I’d meditate, be more healthy, associate with positive people, stay healthy, and have more purpose in life.  Live a renewed life as a second chance….for living in greater abundance!

I now choose to tell myself….my affirmations….

‘Nothing is good or bad thinking makes it so.’

If I could go back to my Jennifer I would

Thank her!

Realize ‘they’ (the negative ones) don’t know me….  hence they Gotta be wrong.

Watch serials Buddha and Suits. (I love them!)

My leadership voice…

I need to tell Trish P that she is quick and decisive.

I need to tell Kalida….thank you!

I need to tell Agee….hey! Thanks for being you!

Lesson:

Inner self talk is crucial to success in life.

BIG take-away from this workshop: How to turn negative talk into something positive.

PEOPLE, your self-talk is really important! It can ultimately be damaging or life-enhancing. At least be a good ‘Buddhist’ and ‘take the middle road’ and don’t be too hard on yourselves. (Talk out your negatives out loud to see if they sound ‘right’ or completely off the wall!)

In sum, Donna was shy and timid….  Her sister was an athletic and an academic star.  Jen was a best friend and star athlete.  Donna was part of a big family of children who were special from top to bottom yet Donna felt stuck in the middle, forgotten and unimportant.  Birth order can be determinative of how you feel – if you let it! Donna felt like someone stuck in the middle.

To overcome her difficulties though, she changed her mind set and the way she talked to herself….

Here’s one final positive thought for us to all take away…. to be more mindful of, and kinder and gentler with ourselves… what Donna learned from a positive role model, mentor and good friend….

Her friends said that though she was not the end pieces in her large family of siblings…she was the peanut butter…. the jam that made the whole sandwich sweet! (Aww!’ So sweet! No pun intended.)

So be good to yourself, and everyone else will too! We can be our own worst enemies, or our own best friends. It just takes a mental adjustment! You know….

Inner Self-talk can be critical to success in life!

Nilesh Shreedhar.

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Four Ways to Deal with Conflict.

June 23, 2014

This information is relevant at any time. It always makes me wonder why people think conflict is actually abnormal given the fact that even in a given household where one would expect a fair degree of homogeneity, you have different values and opinions. So then why is it so unusual to find the clashing of opinions? Yes, mishandled it can be potentially disastrous, but not more than a festering wound left completely unattended – that’s even worse….Read on to find out how this might be so….

 

Refer back to your Conflict Journal and match the five different types of conflicts with real conflicts that you have witnessed or been personally involved with.  How were these conflicts resolved?  Pick one of the conflicts that you witnessed (i.e. were not personally involved in).  How did you know it was a conflict?  If you could have acted as the mediator, role-play the steps you would have taken to help resolve the conflict.

 

What follows is a reply to a question posed during a Conflict Resolution class I attended for courses I took a while back…It is insightful and immediately practical! Good luck with it…

One of the conflicts that I witnessed is one in which the employee complains about the employer and how he doesn’t like the way the employer manages the office, in other words, he feels that things shoud be done differently. This person is fairly experienced and makes valid points, but just may lack the full perspective that comes with positions of higher authority. He also feels that he is not being listened to, or that his (in his view valid) concerns are nto being addressed, just ignored.

 

Steps that I have taken include emphasizing the positive aspects of the relationship of workiing for the employer, requesting him to take a more active role in union representation so that he doesn’t get himself in trouble with the employer, and just staying positive with him, making recommendations to attend any type of training available, such as one that was recently offered on Change Management.

 

This seems to be the way to go about dealing with these issues, according to Howard Guttman, author of The Art of Managing Conflict, and who states that, When you stop to think about it, there essentially are four ways in which the players in a conflict-laden situation can deal with it:

 

• Playing the victim: saying nothing, acting powerless, and complaining. Such behavior clearly is corrosive and often subversive. It leads to griping and sniping and tends to drive discord underground. Injured parties can sap the vitality from relation stops–whether at home or in the office–as sufferers focus inward on their unresolved issues and reach out to recruit supporters to their point of view.

• Flight: physically removing oneself from involvement. Face it; walking away or leaving is always an option. We can turn our backs on our friends, get divorced, or quit our job and head for greener pastures. How many times can we run away however? It is better to learn how to mediate conflict.

• Change oneself: Move off one’s position; shift one’s view of the other party; “let it go.” Sometimes, we can change ourselves by changing our perceptions of a situation. For example, you might try to achieve a positive outcome by altering your “story” or interpretation of another person’s behavior. Of course, being forced to modify one’s story often rankles. Moreover, what happens at those moments of truth, when all the attempts to reframe your perceptions simply do not work? The only option remaining is to confront conflict.

• Confronting: addressing the issue openly, candidly, and objectively; communicating with the other party. This approach is ideal. One executive we know uses a colorful metaphor to illustrate the concept. He likened the tendency to let disagreements fester to having a dead elephant’s head in the middle of the room. It is unsightly, disturbing, and takes up a lot of space, but no one is willing to acknowledge its presence. It distracts people from more important work. The longer the elephant head remains, the worse its effect will be. The elephant head will not get up and go by itself. Only when people admit that this distasteful object is present and needs to be dealt with will they be able to remove it and move on to more productive activity.

If you decide to end your conspiracy of silence and work out your personal or business conflict by confronting, we recommend using the Four C’s approach:

Connecting. In conflict resolution, timing and location are next to godliness. Before attempting to connect with another person–to establish a rapport that is conducive to discussing your mutual needs–always check with the individual to determine the best time and place to have a meeting. Do not forget to set the stage. Make sure you have privacy; will not be interrupted; are in a neutral, non-threatening environment; have scheduled enough time to cover all the salient points; and that both of you have had adequate opportunities to prepare for the dialogue. At work, this might mean repairing to a neutral conference room. At home, you might head for the nearest Starbucks.

Using the proper phrasing

Finding the right words to begin a potentially adversarial discussion can be difficult. We suggest using “partnering phrases,” which convey the idea that you are ready to address the issue candidly and objectively and that you are serious about resolving it. For example, “I have some concerns about the way we are making decisions relating to one another that I would like to explore with you,” or “I have an issue with your attendance. You are not keeping up with your commitment. We cannot afford to let this continue,” or “I am having some difficulties with the way you are managing the ‘so-and-so’ project. They really are going to get in the way if we fail to deal with them,” or “I am uncomfortable with your approach to performance reviews, and I want to work my concerns out with you.”

Clarifying. All the breast pounding and good intentions will not rescue a situation in which clarifying is not employed properly. Static is an agreement buster. Encourage the other party to open up about the real concerns he or she has. Describe the behaviours and the reasons you find them troubling. Choosing the right words is crucial. Try these phrases: “Let us take a minute to clarify what we hear each other saying about the way we have been making decisions,” or “It is important for me to understand where you are coming from. What do I need to know to understand what has been happening with your attendance?,” or “Regarding the assigned project, what feedback do you have for me about my contributions to the situation?,” or “I want to know what you think. What is your point of view on performance reviews?”

Confirming. This entails summing up the facts, restating the issues to ensure that nothing has been misunderstood or omitted during your discussion. Equally important is a summary of the emotional progress that has been made–the commitment to finding a mutually agreeable solution. While both parties usually are eager to move to action at this point, investing a few additional minutes in confirming will make the next step much easier.

These are especially useful confirming statements: “Here is my understanding of our differences and where we are right now on the issue of the ‘so-and-so’ project,” or “Do you have any other concerns about our performance review?,” or “I really appreciate your willingness to work through this issue with me,” or “I am optimistic that we can reach a compromise here.”

Contracting. This is the final stage in managing disagreement by interaction. It entails finding the illusive win-win solution that both parties can commit to. Let us take this example from the business world. Deborah, the project manager at a major pharmaceutical company, has authorized overtime to keep a key project on schedule. Sam, her supervisor, has just learned about this from another manager. Sam might sound something like this in confronting his subordinate: “Deborah, when you authorize overtime without telling me, you put me in a difficult situation. I am the one who is responsible for staying on budget, and if there are any cost overruns, I am the one who will have to explain them. From now on, I need you to come to me before authorizing any overtime.”

Sam is using a three-part “I” response in which there are a trio of essential components: a description of the troublesome behavior; the disclosure of your feelings about the act; and stating the effect it has on you. In other words, the focus of the message is on “I” and not the other person.

At this point, Deborah is likely to respond with an explanation of her actions, such as: “You were away for the weekend; you said you could not be reached; and I had to make the call. I figured because you did not give me your phone number, you did not want me to bother you. If you want to make decisions, I have to be able to get in touch with you.”

Now Deborah is the one asserting herself, making it clear that she, too, has needs. The negotiation should proceed, back and forth, until both Sam’s and Deborah’s needs are met. If Sam is not willing to give up his privacy by leaving a phone number, maybe he will agree to call Deborah for a daily update the next time he goes away. Or, he may decide to give Deborah more leeway, arranging for her to authorize overtime up to a certain number of hours without his approval.

Some useful contracting phrases are: “I think the whole team/family needs to be involved in budget decisions. What do you think?,” or “Having you here four 10-hour days does not work for me, but having you come in at 10 a.m. and stay until 6 p.m. would. Does that work for you?,” or “One thing we can do to move the project ahead is …” or “What would you prefer that I do differently in the future regarding the way I conduct my performance reviews?”

Managing conflict effectively is a learned behaviour. Conflict-resolution skills are not part of any high school, college, or business school curriculum. Yet, the potential for discord exists whenever we interact with others. As Pat Parenty, senior vice president and general manager of Redken, U.S.A., points out, “Expecting people to resolve their differences without giving them conflictmanagement skills is like giving a computer to someone who has never seen one before and saying, ‘Have fun using this.'” Do not count on having a good time.

 

 

Proquest. Newsweek. Aug 6, 2007. pg. 43. A Math Makeover; OMG! Actress and mathematician Danica McKellar wants girls to know that being good at numbers is cool.; [U.S. Edition Edition] Retrieved  at 12:49 pm from http://proquest.umi.com.centhsally.centenarycollege.edu:2048/pqdweb?index=0&did=1312311471&SrchMode=1&sid=1&Fmt=3&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1185899880&clientId=10301

 

Reference:

Guttman, Howard M., The Art of Managing Conflict. USA Today Magazine, 01617389, Jan2004, Vol. 132, Issue 2704. Retrieved at 7:45 am on August 20, 2007 from:http://web.ebscohost.com.centhsally.centenarycollege.edu:2048/pov/detail?vid=5&hid=112&sid=b02acd8a-f7d1-4c0e-afbb-686e5d4ef027%40sessionmgr109

Love Works at Work…Joel Manby

June 16, 2014

Continuing where we left off….

What is love? 4 kinds: eros; philos; storge and agape love(s) as per the Greeks.

Agape is unconditional love. How you treat each other. All relationships are about agape. Joel: why do we exclude agape?

Joel never saw this in any of the previous of the companies he worked for. It’s not being ‘soft.’ (as it is incorrectly thought).

Go to Bible. 1st Corinthians: love is patient, kind, trusting, unselfish, truthful, dedicated, forgiving…Here is a useful formula to use at your workplaces.

Be unselfish – think of self less.

Think of yourself less…EU$ + CU$ = SIF$$$ (share it forward)…

Employee unselfishness $$ + Company unselfishness $$ = Share it Forward $$ for helping employees

Undercover Boss. Video clip. Powerful. (Search for it on Google). It brought tears to people’s eyes….

Two hard working employees featured (student working 40 hours to go to school for 10 hours. 2. Man living on $20000 and supporting five kids, including two  newly adopted ones and living in a make-shift after losing his home.

Scholarship…providing aid.

Unselfish love…loyalty and passion.

Your enthusiasm will never rise to higher than your employee’s enthusiasm. (Takes years to achieve)…

Employee’s love on customers and customers love on the company. There was an immediate positive response after Undercover Boss broadcast. Culture….crisis in leadership was apparent….. So now he speaks regularly about it.

Pastor Andy: do for one; what wish for all; people come for reason. Don’t let heart shrivel.

Help someone at least….

That’s all for now…more later! It’s become a Love Works series…LOL.

Some thoughts on Integrated Marketing – Donald Trump’s The Apprentice Show.

May 11, 2014

 

Reflective Journal #3

Prepared by:    Neil Shreedhar

Due Date:        Jun 02, 2007

 

Instructor:       Professor Mark Burgess

 

Course:            GBA 602 ­­       Marketing Management  

 

Session 3         For this week’s entry, read the article under Syllabus/Materials regarding The Apprentice TV show.  Perhaps you may have seen the episode referred to on Microsoft Office Live Meeting.  Use this article as background on the subject of “integrated marketing”.  There are many definitions of “integrated marketing” as you will read in the text.  The definition I want you to consider is the integration of content (brands, products, etc) into this TV show’s format.  Many large consumer brands have participated on The Apprentice over the past two years including: Home Depot, Staples, Yahoo, Microsoft and the Pontiac Division of General Motors, etc.   We don’t know the fees involved to participate so don’t worry about a cost/benefit analysis type of response.

 

Question to address:  do you think that The Apprentice provides a good forum for companies to showcase their brand/products to effectively reach and impact their respective target audiences? 

 

Apprentice, which is one of televisions highest rated shows, has embraced this advertiser/content mix illustrating the power of a content integrated marketing strategy (Webpronews, 2005, p.1).

Undoubtedly. There are three main reasons for this: at the time that the advertisements were running, The Apprentice was one of the highest rated shows, it required a professional, not a simplistic approach to the use of the ‘toys’ used on it, and the host, despite his flaws, generally commanded a great deal of credibility and respect in the business community. For the balance of this paper, I will use the present tense in regards to this show as it appears that it may be picked up again by one of the networks.

 The Apprentice provides a fantastic medium for companies to showcase their ‘goods.’ What better way for a company to capitalize on wide public reach (according to the article, itis one of the highest rated shows), and achieve credibility in the potential buyers eyes because the product is both being endorsed AND showcased by well-known, knowledgeable business tycoons such as Mr. Trump himself?

To quote Webpronewso on the presentation created using one of these products (it seems that it has become very ‘cool’ these days to critique products in the manner in which Trump does) Webpronews (or it could be Trump himself being voiced) rates their usage of the product in this show as follows:

Their video was very simplistic … very much like a Power Point presentation instead of a polished promotional video. The statement voiced over in the beginning of the video, “Simply use your name and password to log in” gives you a clear picture where this promotion was headed. Not good.[1]

In essence, Trump’s integrated marketing approach isn’t that different from the following relevant example described in the text about interactive marketing:

The newest channels for direct marketing are electronic. The Internet provides marketers and consumers with opportunities for much greater interaction and individualization….Today…companies can send individualized content and consumers themselves can further individualize the content.

The exchange process in the age of information,…,has become increasingly customer-initiated and customer-controlled.[2]

Donald Trump likes, and associates himself with “winners” so he should know about the companies he is showcasing on his show. Mark Burnett, the producer of the show also has a great reputation for winning shows and great general business acumen.

Another obvious example of a successful integration of content marketing staring us right in the face lately: YouTube and Google[3]. Google is renowned for its tremendous search capabilities, to which video has now been paired through YouTube – what a dynamically integrated combination!

 

Conclusion

 

In sum, both The Apprentice and the companies that it associates with, such as Microsoft and other companies that we think of as “winners” have come upon a very innovative idea by successfully implementing the integrated marketing concept. It opens up a whole world of “tied-selling” opportunities in which more than one product can be successfully marketed at one time. From a marketing perspective, the concept allows the student a chance to see novel ways of how marketing surreptitiously creeps into every day living, almost subliminally, as the products are so much in use already and we hardly seem to notice them as they are already so eagerly accepted by us.

 

BIBLIOGRAPHY

 

Beal, Andy. YouTube’s Integration With Google Search Leading to “NSFW”Content? Retrieved on May 14, 2007 at 7:15 pm from

http://www.marketingpilgrim.com/2007/02/youtube-cussing-on-google.html

 

Kotler, P., & Keller, K.L. (2006). Marketing Management (12th ed.).  New Delhi:  Prentice-Hall of India Private Limited.

 

Webpronews. (2005). Electronic source provided in course GBA 602 – Marketing Management. Instructor: Professor Mark Burgess. Centenary College, NJ, U.S.A.

 

[1]Webpronews. (2005). Electronic source provided in course GBA 602 – Marketing Management. Instructor: Professor Mark Burgess. Centenary College, NJ, U.S.A.

[2]Kotler, P., & Keller, K.L. (2006). Marketing Management (12th ed., p.612).  New Delhi:  Prentice-Hall of India Private Limited.

[3]Beal, Andy. YouTube’s Integration With Google Search Leading to “NSFW”Content? Retrieved on May 14, 2007 at 7:15 pm from

http://www.marketingpilgrim.com/2007/02/youtube-cussing-on-google.html

 

Part #2: “If you are Speaking, you are selling.”

April 18, 2014

Jeremy Tracey.  “If you are Speaking, you are Selling.”

Hazel McCallion C, Delta Hotel, Meadowvale, Ontario.Toastmasters Spring Conference.

April 5-7, 2014.

“If you are Speaking, you are Selling”

As promised, here is the second selling  formula that Jeremy recommends so that you and the people you care for can get the things you want in life – either at work, or at home.

Jeremy often draws upon the experience and wisdom of Craig Valentine, a world-class professional speaker. Craig says that in order for an idea to appeal to someone, it must help them:

  1. Esteem more.
  2. Do more.
  3. Gain more.
  4. Enjoy more

Jeremy uses this EDGE formula and says it will work every time because it appeals to all types of people in one way or another.

Here is an example of it being used, in Jeremy’s write-up to invite people to this workshop:

“Regardless of your subject, you want your audience to walk away feeling excitement and enthusiasm because of what you said and how you said it. This workshop will be highly interactive and hands on. Arrive with questions and walk away with the skills that will help you stand out as a speaker that inspires your audience every time you speak. …It will take you less time to prepare an effective message when you understand the process that leads to your audience feeling connected to you and your words. It feels fantastic when people tell you how your speech has changed their way of thinking. Get ready for a lot more positive feedback.”

Notice how his advertisement appeals to all people, as all value their esteem or wish to do, gain or enjoy more…

You can use this simple EDGE (esteem, do, gain or enjoy more) formula everywhere – such as when getting the kids to help you clean up, or to convince your wife that you could both use a vacation!

Now let’s see what you can do to come up with creative uses in your own life!

If you want more information about Jeremy and what he does, check out the following links: http://jeremytracey.com;

http://jeremytracey.com/if-you-are-speaking-you-are-selling/

Shreedhar on Clemmer’s “Wallow, Follow or Lead” – HR Professional, Aug/Sept 2009.

April 7, 2012

Image

Review of “Wallow, Follow or Lead” HR Professional, Aug/Sept 2009

 According to Jim Clemmer, keynote speaker, workshop leader and management team developer on practical leadership, workers fall into one of three easy to recall categories.

He makes the distinction that leaders come in all shapes and sizes, and that some of the people we naturally think of as leaders, because of their titles, aren’t necessarily leaders in the real sense. This is because quite often some of the best leaders “don’t have formal leadership authority.” In fact, “leadership ability shines clearest when facing turbulence, adversity or change,” and it is during those times that we “wallow, follow or lead.”

Briefly then, wallowers take a situation and make it worse by focusing on the negative elements; typically they point fingers, remember the way things used to be, and live in a world of hurt and worry. Unfortunately they believe most people are bad and can’t be trusted. They focus on weaknesses and gaps and often play the victim. Here are your conspiracy theorists who talk of being gotten by them and complain of never being listened to… who would?

On the other hand, followers are sceptics who may require some direction. They are hopeful, and analytical, but need assistance to understand what happened and what to do about it. However, with the right encouragement they often can step up to the plate; under the wrong influences, they will start down “the slippery slope of cynical pessimism” and wallowing.

It is often said that there are groups at work, crucial to influence positively, like the swing vote in an election, or the undecided kids at school who flourish under the right conditions but who flounder academically when they’re with the wrong crowd. So it is with the workplace as well.

Leaders take initiative and make a situation better by doing what they can with what they have, or what is available to them. Words to describe effective leaders are: able to live in ambiguity, explorative (of options), living in the moment, and preparing for the future. They are self-aware and self-disciplined and continually improving. Unlike the wallowers, “they believe that most people are good and trustworthy, until proven otherwise and focus on reinforcing and leveraging their strengths. They praise and encourage others to higher performance…and face tough situations squarely” (while) focussing on the positive.

Mr. Clemmer provides other excellent adjectives and characteristics to describe effective leaders, but the essential ones are described above. On a more philosophical but potentially life-altering note, he states that “the choices we make are the glasses we put on to view our situation…these choices create our reality”

For deeper insights, read the article; it will be time well spent! Try this link, or Google (most of) the title above if necessary:

http://www.nxtbook.com/nxtbooks/naylor/HRPS0409/index.php?startid=54#/54

– Nilésh (Neil) Shreedhar.

https://neilshreedhar.wordpress.com; neilshreedhar.com or Google: Neil Shreedhar.


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